India HR Guide

Mandeep Singh
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This playlist discusses and sheds light on aspects that organisations in India follow in the area of Human Resources. It is aimed at CEO's MD and line managers to understand how various aspects of Human Resources can help shape their organisations journey in India. Our industry leading experts offer years of accumulated knowledge from having advised clients across sectors spread across the remotest corner of the country. Let's make the workplace, a better place.

  1. 3D AGO

    79, The Key formulas we need to use in HR

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep simplifies the core formulas every HR professional must understand under the new labour codes. He begins by clarifying the definition of wage, the entire fixed portion of the gross salary, excluding allowances and explains why this clarity is essential before applying any HR formula. He highlights how the concept of a “month” differs across calculations, with gratuity using a 26 day month while most other computations follow 30 or 31 days depending on organizational practice. Mandeep breaks down the gratuity formula, bonus calculation on wage up to statutory ceilings, and the correct approach to overtime, recommending gross salary as the best practice. He also explains how leave encashment, notice recovery, PF, and ESIC rely on consistent interpretation of wage and statutory limits. This concise walkthrough helps HR teams standardize payroll practices and eliminate long standing calculation confusions.

    6 min

  2. 3D AGO

    78, The Budget and what messages it gives to a HR Professional

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep explains what the new national budget means for HR practitioners in India. He outlines five key areas that directly impact HR decisions, starting with major changes in contract labour taxation, where TDS on vendor payments will now drop to just 1–2%, simplifying business operations. He highlights the government’s strong push toward using AI for job‑matching, training‑need identification, and resume screening, urging HR teams to prepare for this industry wide shift. Mandeep emphasizes the renewed focus on providing real employment opportunities to people with special abilities, moving beyond policy to actual implementation. He also discusses upcoming tax benefits for medical reimbursements and insurance reimbursements effective April 2026, particularly helpful for MSMEs. Finally, he explains the budget’s intent to attract foreign talent and how this creates a dual responsibility for HR, evolving policies to welcome global talent while strengthening internal capability development within the country.

    6 min

  3. JAN 29

    77, Quiet Quitting and Silent Resignation: Understanding the trend and managing it

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh breaks down the rising trend of Quiet Quitting and its progression into Silent Resignation. He explains how employees may continue meeting job expectations, yet withdraw their discretionary effort, creativity, and problem‑solving—silently reducing organizational productivity. Mandeep highlights why this behaviour emerges, how it impacts delivery velocity, and why managers—not HR—play the most crucial role in reversing it. He emphasizes the need for strong communication systems, data‑driven insights, and empowered supervisors to identify early signals and re‑engage employees before silent resignation becomes inevitable.

    10 min

  4. JAN 25

    76, Moonlighting and Dual Employment, the Legal and Ethical Perspectives, how we should look at this trend

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh demystifies the rising debate around moonlighting and dual employment in India. He explains the difference between the two—how moonlighting operates as a commercial, task‑based engagement, while dual employment remains legally restricted under Indian labour laws. Mandeep highlights why the real organisational concern is knowledge usage, not time or physical effort, and how global HR trends increasingly view moonlighting as a powerful learning and development lever. He urges organizations to build structured L&D philosophies that safely enable external learning without compromising proprietary knowledge.

    12 min

  5. JAN 17

    75, The Non Compete clause in appointment letters and can we really ask someone not to join competition

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh explains the purpose and practical implications of non‑compete clauses that appear in appointment letters, HR policies, or separate agreements. He describes how organizations may restrict industries, companies, geographies or combinations of these, but clarifies that Indian law does not permit any clause that limits a person’s livelihood after employment ends. Non‑compete clauses therefore become void, while the rest of the contract remains valid. He emphasizes that employees must avoid data leaks, client or employee poaching, or misuse of goodwill, as these can attract legal action. For organizations that genuinely need restrictions, he highlights garden leave as the only enforceable method—applicable only while the individual remains on the payroll. Once employment ends, the employee is free to join any organization.

    5 min

  6. JAN 16

    74, National festivals and Holidays, how to reflect India's Diversity through the holiday list

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh explains how organizations should create their annual holiday calendars while ensuring legal compliance and employee acceptance. He highlights the three compulsory national holidays—Gandhi Jayanti, Independence Day and Republic Day—which must be observed across India. He discusses the challenge of accommodating diverse festivals, especially when some are city‑wide closures while others are celebrated only by specific communities. Including every festival could push the list to 16–17 holidays, whereas most organizations operate with 11–13. He recommends a balanced model: around 10 fixed holidays for all employees and 2–3 optional holidays that individuals can choose from a larger list. This ensures compliance, cost efficiency and cultural inclusion. He also mentions that older approaches—like location‑specific holiday lists—are becoming less practical, leading organizations to adopt a common fixed list with optional choices for local or community needs.

    5 min

  7. JAN 1

    73, How to take a good interview, even if you are not a trained interviewer

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, Interviewing is often assumed to be easy, but it’s a specialised skill that requires training. In this episode, Mandeep Singh explains how managers can conduct effective interviews even without formal preparation. The goal of any interview is threefold: verify the authenticity of the candidate’s credentials, assess their ability to deliver on job requirements, and understand their motives for joining your organisation. Clarity on these aspects helps avoid mismatched expectations and costly hiring mistakes. Mandeep shares practical approaches, whether competency-based, fact-driven, or predictive questioning to gauge fit and performance potential. He also emphasises probing deeper into a candidate’s philosophy on jobs, career shifts, and long-term goals to uncover alignment with organisational values. This episode is a must-listen for leaders and managers who want to make informed hiring decisions without relying solely on HR expertise.

    6 min

  8. 12/25/2025

    72, The Core Value "Trust", and how to inculcate it at the workplace

    #HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh explores why trust is one of the most cited core values in organisations. In this episode, he breaks down the pillars that make trust real and actionable in the Indian workplace. Reliability tops the list, keeping promises and delivering on commitments. Respect follows, recognising employees for their beliefs, skills, and individuality. Empathy adds depth, acknowledging social obligations and personal priorities beyond work. Authenticity ensures transparency, free from hidden agendas or pretence, while safety guarantees an environment where emotional, physical, and professional wellbeing is protected. These pillars collectively shape trust into a lived value, not just a word on paper. Tune in to understand how organisations can embed trust into their culture and why it remains the foundation for meaningful employee engagement.

    4 min
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About

This playlist discusses and sheds light on aspects that organisations in India follow in the area of Human Resources. It is aimed at CEO's MD and line managers to understand how various aspects of Human Resources can help shape their organisations journey in India. Our industry leading experts offer years of accumulated knowledge from having advised clients across sectors spread across the remotest corner of the country. Let's make the workplace, a better place.

Information

  • Creator
    Mandeep Singh
  • Years Active
    2024 - 2026
  • Episodes
    79
  • Rating
    Clean
  • Copyright
    © Mandeep Singh
  • Show Website
    India HR Guide